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2. V.I.D.E.O. Video-CV to Increase and Develop Employment Opportunities FEEDBACK OF THE 2-DAY INFORMATIVE SESSION POLYDYNAMO CENTRE OF SOCIAL INTERVENTION OF CYCLADES Theodora Amorati 2

3. 3 The outcomes of the feedback made by FOCUS GROUPS 1 manager 2 operators 1 beneficiary

4. 4 Q 1. How do you evaluate the Model of Video-CV pointed out within the framework of the Project All the participants agreed : on the importance of developing an innovative tool like the Video-CV is, highlighting its huge potentials that is still far from being an implemented tool for the job seeking, especially in small places like Syros due to the fact that people living there do know each other. on the importance of having a Video-CV being well designed and professionally realised that the Model of Video-CV pointed out within the framework of the Project is well designed and organised that they want to be involved in the process of developing this tool and are interesting to have such a tool in their organisations, to adopt it and to promote it as an innovative tool to their beneficiaries as well as to local enterprises. that the role of tutors is crucial. According to an operator : most of the employers in Syros and Cyclades are not familiar with tecnology and Internet and that would be another difficulty in the implementation of the Model of Video-CV.

5. 5 Q 2. Do you think that the Video-CV samples shown describe the applicant in an authentic way? The participants had the chance to see the two pilot samples sent by UK partners, the two Videos of IEKEP and the one realized by POLYDYNAMO. They didn’t watch the Italian one as we couldn’t download it. All the participants agree that the particular Video –CVs describe the applicant in an authentic way, although they believe that in some cases the picture of the applicant can be fake

6. 6 Q 3. How do you evaluate the structure of the Video-CV Model proposed (3-section based product – Who I am; What I can do; Me in the Future) The participants agree with the sructure of the Video-CV proposed, where the job seeker is free to present his/herself, but according to a certain set of standard “topics”, like: Who I am What I can do Me in the future One of the participants didn’t like the topic “me in the future” as she believes that it’s quite tricky for the applicant because it depends on the person and his/her character that will see the Video. Another participant says that she believes that the structure of the Video-Cv proposed, classify properly the information given. She believes that the three sections are the appropriate and are necessary for better understanding what the applicant wants to say and present. They believe that through this structure and escesially through the second section the applicants have the chance to demonstrate their skills, competences and practical abilities;

7. 7 Q 4. How do you evaluate the video-CV sample that you have seen? According to your opinion, are the duration, structure, content of the examples shown adequate? The English Video with the Iran man was too long. The second Video-CV of UK was better but again could be a minute less. The Video-CV realised by POLYDYNAMO was too short. The Video-CVs realised by IEKEP was the best one, according to all participants. The time had been distributed properly between the sections of the Video The appropriate length of the Video-CV should be between 3-3,5 minutes at the maximum Duration

8. 8 Q 4. How do you evaluate the video-CV sample that you have seen? According to your opinion, are the duration, structure, content of the examples shown adequate? The first Video of UK (with the man from Iran) follows the standard structure that is suggested by the project. The participants found the existence of titles very useful as well as that the whole Video was separated in three distinct sections. The second Video of UK that was like a interview was more realistic and helped the applicant to feel more comfortable and to control the body language. The Video of Polydynamo was clear but without titles to separate one section from the other and without any pause between the sections. The most preferable Video-CV in terms of structure was the first one of IEKEP. In order to be better, the participants suggested to add the titles of the second one that realised by IEKEP. Structure

9. 9 Q 4. How do you evaluate the video-CV sample that you have seen? According to your opinion, are the duration, structure, content of the examples shown adequate? Participants liked mostly the first one of IEKEP as it was a brief, up to the point, enjoyable and creative. They liked also the one with the Iran man, as he tried to demonstrate his ability to speak English and to present himself in English by using difficult English words. The only objection of the participants was that they believed that he hadn’t done a lot of practice with his script. In general, they preferred the Videos that have to show specific abilities or something innovative. Content

10. 10 Q 5. Do you find the protocols/instructions to realise a Video-CV appropriate? (kindly note that the themes/ contents shown will be better developed within a specific courseware of 15 hours) According to all the participants, the informative session was very interesting and the protocols/instructions that were given for the realisation of a Video-CV were clear, understandable and sufficient in order to understand the concept, the importance, the methodology as well as the role and the protocols of use of the tutors, technical operators and users. Their queries were answered sufficiently.

11. 11 Q 6. Please, list some possible problems of the Video-CV process, that you have pointed out, in terms of: Human resources needed for the whole process (including the competences of the staff needed) According to all the participants, in order to create, use and manage the Video –Cv tool is necessary to exist specific competences concerning the operators of the Employment and counseling Centre. They beleive that there are a lot of well educated operators that have empowerment and encouragement skills in order to make candidates feel more comfortable and self-confident; But even those people have to be trained in order to obtain the necessary skills and knowledge of how to build a Video-CV specifically tailored on the competences and skills of applicants.

12. 12 Q 6. Please, list some possible problems of the Video-CV process, that you have pointed out, in terms of: There are not a lot of people working in Employment Centres in Syros with technical skills, concerning of how to record a professional and powerful Video Cv, such as using the necessary technical equipment, checking the environment: lighting, background, distance e.t.c. But it will not be difficult to overcome this difficulty. This process needs time but, according to the operators, it will be needed time even if the applicant wants to write a written CV. Timing and technological competences

13. 13 Q 6. Please, list some possible problems of the Video-CV process, that you have pointed out, in terms of: Lack of equipment of the majority of the Centres that are situated in Syros and high cost for those who like to buy the appropriate equipment. According to the participants, the technology implied should be simple, cheap and accessible (camera, PC, internet connection). Needed equipment

14. 14 Q 6. Please, list some possible problems of the Video-CV process, that you have pointed out, in terms of: They believe that a there will not be difficult to find job-seekers available to be involved in the process of realising their VIDEO-CV The only possible obstacle will be that they are feeling uncomfortable with the camera. To overcome this difficulty, it is very important for the guidance counsellor to be aware of the characteristics of the non- formal and informal learning Availability of users in being audio-video recorded

15. 15 Q 7. Do you find that the Model proposed can be good with regard to its efficacy for the labour market? In particular, how do you evaluate its power to help the matching between job demand and supply? None of the participants had ever participated to the creation of a video- CV or other digital products. The service is ideal for small companies that do not have the human resource/recruitment abilities of larger organisations, and for those companies looking for employees having particular, practical skills. For this reason, a Video-CV is more useful when it shows practical abilities. For example it is a useful tool for craftsmen, οlder people and people whose abilities are not formally acquired, but acquired within non formal and informal learning contexts instead, job seekers that because of their age (more than 45 years old), their sex, their nationality have difficulties in finding a job. But in a small place like an island that everybody knows each other, it is quite difficult to be implemented.

16. 16 Q 8. What do you suggest to improve the Model proposed, also thinking to the prototypes that you have viewed? And what to improve the process of creation? For all the operators that we have asked, the most suitable tool to properly exploit the Video Cv tool concretely favoring the matching between job demand and supply is creating strong links among Centres for the Employment and similar structures with local Enterprises. To create clusters among Centres and Enterprises. They like a compination of the Video-CV and the Digital Portfolio Another prososal is to present and promote the Video CVs in Forums and in Universities.

17. 17 IN CONCLUSION Generaly speaking, all the participants welcome this tool with pleasure and great interest and agreed on the importance of developing an innovative tool like the Video-CV is, but because of the peculiarity of the small place, what is needed is : training of opeartors (technical and tutors), promotion and advertising of the tool, clusters between Employment Centres and local enterprises.

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